56 | STEVENS EMPLOYEE MANUAL Faculty members seeking confidential, informal and impartial guidance regarding workplace concerns, conflicts and questions are encouraged to contact the Faculty Ombuds Office. This office serves as a neutral resource to help faculty explore options and navigate challenges related to their engagement with the university. • The Faculty Ombuds Office is independent of university administration and does not participate in formal proceedings. • It was established as part of Stevens’ strategic plan to foster a supportive and sustainable university culture • Faculty may voluntarily consult the Ombudsperson for assistance with issues such as interpersonal conflict, academic concerns and institutional processes. At Stevens, maintaining a professional, ethical and respectful workplace is essential to fostering a positive and productive environment. Employees are expected to adhere to all Stevens policies and the highest standards of professional integrity and ethical behavior. If an employee witnesses or experiences misconduct which they believe violates a Stevens policy, they should promptly report the issue to the Director of Employee Relations and Compliance in the Division of Human Resources at [email protected]. Misconduct may also be reported to the university’s EthicsPoint Compliance Hotline at (855) 277-4065, or on the EthicsPoint website and if such report relates to policies or matters covered by this Manual, it will be reported to the Division of Human Resources. Any report should include relevant details, including dates, times, individuals involved and any supporting evidence. The process for assessing reports includes the following steps once a report is received by the Division of Human Resources: • Initial Review – The Assistant Vice President of Human Resources, or their designee will assess the report and determine if and the extent to which an investigation or other review process is warranted. • Investigation/Review – The Assistant Vice President of Human Resources, or their designee, in coordination with relevant university officials will conduct a review or investigation and will gather evidence, conduct interviews and/or take such other steps as may be determined to be necessary or appropriate based on the circumstances. If a violation of university policy is confirmed, disciplinary actions may be taken based on the severity and frequency of the misconduct. Actions will be dependent on the facts and circumstances, the position of the person and other factors but may include, without limitation: • Verbal or written warning. • Performance improvement plan. • Suspension with or without pay. • Termination of employment Provided that, with respect to any tenured or tenure stream faculty, no suspension without pay or termination shall occur unless procedures in the Faculty Handbook have been followed and the Division of Human Resources may make a referral to the Professional Practices Committee for further action. 10.19 FACULTY OMBUDS OFFICE 10.20 EMPLOYEE CONDUCT PROCESS
